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It is time for businesses to consider the impact of "digital overload" on wellbeing, performance and work-life balance, says Anna Kotwinski, digital wellbeing director of Shine Offline, a company set up to help people manage their use of technology.

Line manager briefing looking at hours of work, including the rules that prescribe maximum working hours and the process for opting out of those rules, and exploring how to manage overtime and employees who overwork.

The Employment Appeal Tribunal (EAT) has confirmed the correct approach that tribunals should follow when calculating compensation for an infringement of reg.5(1) of the Agency Workers Regulations 2010.

This employment tribunal held, in White v Propharma Group MIS Ltd, that the employer had not indirectly discriminated against a female employee by requiring her to remove potential interruptions while working at home by arranging childcare.

In McTigue v University Hospital Bristol NHS Foundation Trust [2016] IRLR 742 EAT, the EAT held that, in order for a claimant to be a "worker" within the meaning of the extended "whistleblower" definition in s.43K of the Employment Rights Act 1996, all that is required is that the end user substantially determined the terms under which the claimant carried out his or her work. It is not necessary to show that the end user determined those terms to any greater or lesser degree than the agency, of whom the claimant might also be an employee or worker.

Suggestions that high-profile businesses such as banks will leave the UK because of Brexit highlight the employment law issues employers face when relocating. Ashok Kanani looks at some of the key questions employers should consider if they decide to relocate.

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